Issue link: http://read.dmtmag.com/i/114548
Employees is a major motivator for high performing employees. Goals should meet the SMART criteria. n Specific n Measurable n Attainable n Realistic n Time Bound 7) Document performance issues immediately and frequently. Do not try to maintain an accurate record in your head. If an evaluation is going to affect a future adjustment in compensation then the employee should be alerted as soon as possible. 8) Ask questions. Rather than directly confronting employees with criticism, ask questions that cause the evidence of poor performance to become blatantly obvious through the course of a discussion. 9) Do not be biased when evaluating family members or friend. Nothing will compromise your leadership credibility faster than an unfair double standard. 10) Employees need the opportunity to discuss and disagree with their evaluation. It is critically important that you be aware of any disagreement your employee may have with the evaluation of his or her performance. An employee is not likely to give much effort to change unless he or she is personally convinced that a change needs to occur. 11) Evaluating the evaluator. Each leader's own performance evaluation should include consideration of the accuracy of his or her employee evaluations and the impact that leader has on team performance. 12) Give people hope. It is important that you deal with negative evaluation feedback in a positive and constructive manner that leaves the employee with hope for the future. Use diplomacy – you can be truthful yet still tactful. Bottom Line The old-world traditional approach to performance evaluation is ineffective and counterproductive. However, by putting the emphasis on coaching and communication, evaluation can help engage employees, better align their behavior goals with your business goals, and equip them to perform to their full potential. You can use performance evaluation to inspire genuine employee commitment, build better people, and enable them to take ownership of their results, their careers, and their future. n Bobby Weber is president of Maximum Performance International, Frisco, Texas. Since 1998, he has worked with equipment dealerships to improve sales and service performance. He can be reached at 214-618-3059, bweber@team-mpi.com. Visit his website at www.team-mpi.com YOU COULD GO WITH ANOTHER BRAND. You could also ride a girls bike to work. Are you looking for a sweet ride that just screams OCD? Get a load of this. From sidewalks to stadiums, the Sweepmaster 400 is one mean cleaning machine that never backs downfrom a good mess. Visit www.LayMor.com or call 800.323.0135. March 2013 | Construction Equipment Distribution | www.cedmag.com | 47 44_Performance_feature_KP.indd 47 2/27/13 4:10 PM